An employee’s termination of employment means that a contractual agreement has been terminated. Therefore, it should be performed in accordance to the law. Kim, Li and Park (2020) state that it is important for the employer as well as the employee to follow the rules when ending an employment contract. This will prevent any frivolous lawsuits or legal disputes. Based on an exhaustive analysis of all facts, it is clear that the Rump Organization was liable for the wrongful termination. Particular emphasis should be placed on the process of layoff.
1. There are justifications to hold the company responsible for any wrongful termination
I. You must not disregard the terms of any contractual agreement
The business had to lay off 100 employees as part of its restructuring efforts. The workers were not compensated for their work conditions. It is notable that workers were dismissed to complete the restructuring of the company. This was illegal, unreasonable and unlawful. After consultation with workers and following all regulations pertaining to employment, it was necessary for a consensus to be reached.
II. II. Violations of termination policies or guidelines
Rump does not have a clear policy regarding the dismissal of employees, including in relation to severance for voluntary terminations. Dang et al. 2021). They concluded that it was illegal for employees to be in a place without an established policy regarding how termination and severance payments should be handled. The corporation is known for providing one-time severance payments to employees who are laid off due to staff reductions.
III. An example of possible employment discrimination
It is possible that certain people were targeted by the company because of their inability to provide information about how they identified them. It would have been a good idea to make public the criteria used in deciding who was going to be fired and who would stay. According to Rump’s CEO and board, many people were recently fired. Rump would later inform those affected workers that their employment had been ended at their station.
2. Arguments why the corporation shouldn’t be held responsible for illegal termination
I. I.
A significant portion of The Rump Organization’s employees were laid off as the company went through an important corporate restructuring. The workers’ services would not be needed during or after the restructuring (Bagenstos 2020). Rump wouldn’t be able function with such a high salary cost, even if they were forced to retain every employee in the reform organization.
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